The EEOC has put out a guide on Schedule A hiring authority that while written mainly from the point of view of job applicants also contains information of interest to managers who may use that authority in filling vacancies.
Schedule A is one of the several special hiring authorities available to agencies outside normal competitive procedures, allowing hiring of those with intellectual disability, severe physical disability, or psychiatric disability. Hiring of individuals with such “targeted” disabilities is one of the administration’s hiring goals and has been the subject of several orders and other initiatives.
The guidance stresses that even under that authority, applicants must meet the qualifications of the job in question, which must be decided in much the same way as for other applicants: by reviewing employment history, educational background, and other relevant experience.
Also, while disclosure of a disability is not typical in the federal hiring process, it is required for a Schedule A appointment. “Although the Americans with Disabilities Act and the Rehabilitation Act both provide persons with disabilities protections against being compelled to disclose the existence of a disability, because Schedule A is only available to individuals with disabilities, individuals have to prove they have a disability to be eligible,” it says.
The guidance is here: http://www.eeoc.gov/eeoc/initiatives/lead/upload/abc_applicants_with_disabilities.pdf
